What we are doing
The Department of Physics is committed to ensuring that our culture and processes are fair and inclusive. Everyone benefits from being part of a diverse community, where all types of people can thrive.
You can read below about some of the actions we are taking to improve the culture, support and processes within the Department.
The Institute of Physics runs the Project Juno scheme, which aims to recognise and reward departments that can demonstrate they have taken action to address the under-representation of women in university physics and to encourage better practice for both women and men. The Department of Physics is delighted to have been awarded, by the Institute of Physics, Juno Practitioner Status. The Department is now working towards moving from Practitioner to Champion status within the Juno Framework.
The Principles of Project Juno
There are six principles against which applications for Juno status are assessed:
- A robust organisational framework to deliver equality of opportunity and reward
- Appointment and selection processes and procedures that encourage men and women to apply for academic posts at all levels
- Departmental structures and systems which support and encourage the career progression and promotion of all staff and enable men and women to progress and continue in their careers
- Departmental organisation, structure, management arrangements and culture that are open, inclusive and transparent and encourage the participation of all staff
- Flexible approaches and provisions that enable individuals, at all career and life stages, to optimise their contribution to their department, institution and to SET
- An environment where professional conduct is embedded into departmental culture and behaviour.
As the Department works towards Juno Champion status, we are embedding the six Juno Principles throughout. For further information about Project Juno please see the Institute of Physics web pages.
Staff and students are expected to behave respectfully to one another – during lectures, outside of lectures and when communicating online or through email. The Department will not tolerate inappropriate or demeaning comments or behaviour related to gender, gender identity and expression, sexual orientation, disability, physical appearance, race, religion, age, or any other personal characteristic. If you witness or experience any behaviour you are concerned about, please speak to someone about it. This could be one of your lecturers, your personal tutor, a programme administrator, the Chair of the Department Equality & Diversity Committee (Amelle Zair), your line manager, the Head of Department, or any other member of staff you feel comfortable talking to.
The Faculty of Natural & Mathematical Sciences has an Events Code of Conduct, which is to be upheld at all events in the Department, including seminars. The College also has a range of different support and reporting procedures that you might find helpful: kcl.ac.uk/harassment
Wherever possible, the Department strives to ensure that departmental committee meetings are held within the core hours of 10:00 – 16:00 and are not held during school holidays.
Transparent workload model
All staff involved in recruitment are required to have taken unconscious bias training and wherever possible we aim to ensure that all recruitment panels include both men and women. Academic job adverts are reviewed to ensure that the language is inclusive and attractive to diverse applicants.
Support for promotion
The Department uses a fully-transparent workload hours allocation model (WHAM), developed by a working group drawn from all levels of staff. The WHAM includes all aspects of workload and includes all committee work, diversity and outreach activity, and has built into it a reduced workload for those returning from an extended period of leave and for new staff. It also has the flexibility to take into account special circumstances, such as if someone needs extra time to consolidate a new area of research or develop a new teaching resource.
Support for Parents and Carers
Both at Department and Faculty level, we have implemented improved and extended support and feedback processes around academic promotions. For further information about academic promotions see these internal pages.
Carers' Career Development Fund
The Faculty of Natural and Mathematical Sciences is committed to supporting the members of our community who have children or act, formally or informally, as carers. Information can be found here.
The Carer’s Career Development Fund (CCDF) is a scheme designed to help parents and carers with the additional care costs incurred as a result of attending conferences or other important networking events, which fall outside of their normal working hours.
This scheme is currently open to all Academic, Research and Professional Service staff with caring responsibilities across the King’s community.
Bullying and Harrassment
The Department does not allow alcohol to be served at compulsory events.
The Department is committed to providing and promoting a positive environment for all its students, staff and members of its community which is free from all forms of prejudice, discrimination, harassment and bullying.
The It Stops Here web portal offers up to date guidance on what you should do in the event of an incident and who you can contact for support.
If you have any comments, suggestions, questions or concerns relating to diversity and inclusion in the Department of Physics, please contact the Chair of the Department Equality & Diversity Committee, Dr Amelle Zair.